Retaliation is any form of sanction or adverse treatment against a person because that person has asserted, or has assisted another person to assert, a discrimination complaint with the University or with any state or federal agency, or because that person has testified or participated in any manner in an investigation, proceeding, or hearing related to a discrimination complaint.
Retaliation may consist of intentional disparagement, open hostility, negative remark, assignment of duties not otherwise performed, tokenism, or other discriminatory treatment that creates or continues the existence of a hostile work environment.
Retaliation against any person who opposes a practice which is forbidden by the University's discrimination policy, or has filed a complaint, testified, assisted or participated in any manner in an investigative proceeding or hearing under that policy is prohibited.
Complainants shall not be required during the investigation to confront respondents outside of the investigative hearing.
Neither the accused nor her or his representatives shall contact the alleged victim regarding allegations of discrimination unless such contact is arranged by the responsible supervisor handling the complaint or the AA/EO office with the permission of the complaining party.
Individuals found guilty of retaliation may face disciplinary action up to and including termination or expulsion.